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Would it surprise you to learn that more than half of small-business employers lack full confidence in their awareness of employment laws? And that most of them rely on non-experts for advice on HR compliance topics?

The second annual National Small Business Compliance Pulse Survey, sponsored by ComplyRight, revealed these and many other interesting findings. Join us for a fascinating, one-hour summary of the key insights revealed by the study. We’ll share statistics and observations about how small businesses just like yours feel about – and deal with – increasingly complex labor laws.

You will discover:

The top HR compliance concerns among businesses with fewer than 100 employees

The current level of HR technology adoption among those small businesses

The surprising facts about what small businesses include – and don’t include – in their employee policy handbooks

How many small businesses have faced labor law investigations, legal actions and fines

How prepared they feel they are to deal with an investigation or legal action

Although you’re free to establish discretionary time off policies that best suit your business, you must provide certain leaves of absence under federal and/or state law. Take a closer look at the primary types of leave that may apply to your business

Now, more than ever, businesses need to put harassment prevention front and center. The stakes are simply too high, especially during this time of heightened awareness and legal action. Test your awareness with these five harassment scenarios.

It’s easy to think of employee recordkeeping as nothing more than an administrative function. As a result, it’s also easy to let good recordkeeping habits slip. Here are some tips to clear the clutter and calm the chaos.

In numerous states, employers must uphold anti-discrimination laws designed to protect job seekers. These state-level laws affect job applications, interviews and other hiring procedures. Get a look at the biggest legislative trends in 2018.

The Occupational Safety and Health Administration (OSHA) does not require every business to keep illness and injury records. Certain low-risk industries are exempt. But covered employers are required by OSHA to document any “recordable” injury or illness.

Keeping your business compliant with the multitude of employment laws can be tricky. You not only have to stay on top of changing regulations, but also have to implement processes to ensure laws are followed.

Running a small business is both exciting and rewarding. But keeping up with all the latest employment laws can be complicated. The last thing you want to do is put your business at risk by making a mistake that could result in costly legal fees or fines.

Most employees who are exempt from overtime pay fall into certain categories, such as executive, administrative or professional. Exempt status is determined through two factors: compensation and Department of Labor (DOL) “job duties” tests. Let’s take a closer look.

4 Times Local Lawmakers Stepped in when Federal Regulations Lagged —
During the current slow-down of federal labor law regulations, we’re seeing a swell of changes on the local level. This added layer of regulatory activity creates more complexity for employers.

In our post-webinar Q&A Session, Jaime Lizotte, HR Solutions Manager and Shanna Wall, Compliance Attorney, answer the most important questions about the effective and legal ways to avoid political unrest in the workplace.

It’s been a decade since the federal government passed legislation to increase the minimum wage, and it’s highly unlikely we’ll see an increase under the new administration. But before you decide this inactivity doesn’t matter to your business, consider this: The rate may be stalled at the federal level, but it’s revving up in states and cities.

It’s your responsibility as an employer to distinguish between legal and illegal workers when hiring. This includes completing the mandatory Form I-9 with every new hire to verify identity and employment eligibility. Check out our list of tips to ensure you handle I-9s the right way and avoid potentially costly mistakes.

Does your business rely on freelancers, project workers and other “independent contractors” to get things done? In this special Q&A session, “1099 Queen” Marcia Miller asks common classification questions from webinar attendees.

​​​If you're like most employers, you have a lot of questions about the new overtime rules for exempt and non-exempt employees. In our special post-webinar Q&A session, listen to Ashley Kaplan answer the top questions from our webinar.

This guide will help you decide whether you need to hire and explain
every step to doing so—from recruiting to complying with employment law. When you‘re done, you‘ll be all set to bring your first employee on board.